What Is The Importance Of Seeking Feedback

1.1 Identify your own values and beliefs By being able to identify my own values and beliefs is an important aspect of my continual personal growth. I use them to guide my actions and behaviours throughout my life as well as helping form attitudes towards different things. Some are rally

If the feedback is questionable then it becomes useless because it is not trusted. Positive and negative feedback will be more readily accepted if it is kept even, if it is more of one then it may not be received well by the learner for reasons that become obvious within the learner’s behavior or work.

Fear of Feedback by Jay M. Jackman and Myra H. Strober Reprint r0304h April 2003 HBR Case Study Keeping to the Fairway r0304a Thomas J. Waite First Person Leading for Value r0304b Brian Pitman Luxury for the Masses r0304c Michael J. Silverstein and Neil Fiske Tipping Point Leadership r0304d W. Chan Kim and Renée Mauborgne R&D Comes to Services: Bank of America’s Pathbreaking Experiments r0304e Stefan Thomke HBR Interview Psychologist Karl E. Weick:

* Seeking feedback is important because it gives a worker some idea of how they are working - what they are doing well and what could be improved.

Leadership Development Plan Feedback Feedback is a key part of a Leadership Development Plan (LDP). It is designed to improve the performance and share information during this process. Feedback is essential and should be clear about its purpose and intent. It is important to address feedback with the

By providing feedback the pupils will see more clearly what they need to do next and how to improve on their work if needed, examples of feedback could be questions in a group or a through a whole class discussion.

6. Explain the importance of seeking feedback to improve practice and inform development (2.2.2) Feedback is important as it sets up targets; the person knows what to improve. It motivates people and helps them to focus. It helps identifying the strengths and weaknesses. It expresses what is important to the organisation and the job and reduces uncertainties in people.

Slide#5 The employee should know where he/she stands in obtaining performance goals. Thus, providing feedback is an integral part of the task. The feedback should be delivered to the employee to motivate the employee but also help him/her identify any weakness in his/her performance and to help contribute to growth. The employee should leave the appraisal with knowledge of what he/she specifically needs to improve on

Currently people see me as an informal leader that has high personal standards. I am seen as honest, trustworthy and dependable. I am also seen as someone who does not always stand up against others to make them responsible for their own actions. People do not always feel that I give feedback in a way that enhances performance. In my future nursing career as an APN, it is important that I provide prompt honest feedback to my patients regardless if it is a difficult discussion.

Support Who can give you support / constructive feedback? Close friends whom I can be myself in front of them. We can have deeper and meaningful conversations together.

Constructive feedback should build relationships between colleagues, improve unwanted behaviour and praise good behaviour. To give constructive feedback you must set a goal on what you want to achieve after the feedback is given, it must have a clear purpose and be mutually agreed by each person. You then must choose the right time to deliver this feedback whether it is in private or it needs to be addressed as a team. To give feedback you must give specific examples of what behaviour needs changing and base it on the actual actions of the worker rather than the person themselves as they may take offence to this and refuse to listen to the feedback you give anyway, another way to avoid this is to balance positive and negative points. After

Experts say that feedback serves two functions for those who receive it: one is instructional and the other is motivational. Feedback instructs when it clarifies roles or teaches us new behaviors (Kreitner & Kinicki, 2013, p. 245). Once you join the military, you learn to live with constant feedback. It could be an on-the-spot correction, monthly counseling, or yearly evaluation but it is normally a 360-degree feedback. This allows a person to compare their perceived behavior with the supervisor’s performance information. This normally in the military is enough information to motivate people to change. However, the same thing does not work for every single person and that is why it is beneficial if the leadership has an adaptive style of leadership

The interpersonal communication skill of feedback is essential for hospital nurses to give a suitable care to each patient because it enables the nurses to learn, and improve their motivation, performance and efficiency that assist to achieve their goal which is to help the patients heal. The interpersonal communication skill

Part A – Case Study 1. How will you provide formal & informal feedback to staff? One of the most efficient procedure to provide feedback to staff, is providing a system of ongoing feedback on issues of performance which creates an open dialogue with staff about any issues or problems happening in the workplace. Supervisors and managers should make staff comfortable about the feedback to be given or received in order to make them improve their performance and bring positive results to the organization. By providing positive or negative feedback, it’s essential to prepare well before talking with employees. Staffs feedback can and often does occur in the form of a structured formal review, but it doesn’t have to, it can be informal as

These leaders should not wait until an annual conversation about career goals at the time of the annual performance review or to initiate conversations with employees only because there is a problem. Holding consistent/regular career conversations with employees can help alleviate some of the need to address employee problems,